Q&A with Jason Rodriguez & Dr. Jeffrey Benson Jr.

Prominent Insurance Services CEO Jason Rodriguez, CIC (L in photo) and Managing Partner Jeffrey T. Benson Jr., DBA (R in photo) are committed to advancing minorities’ participation and leadership in the insurance industry. Prominent Insurance Services is a full-service independent agency in Wilmington, DE which also offers franchising opportunities.

Rodriguez is chairman of the Delaware Association of IA&B, serves on the IA&B Board of Directors, and is a member of the Big “I” Diversity Council.

Benson earned his Doctor of Business Administration from Wilmington University earlier this year. His dissertation focused on the impact of diversity within the insurance industry’s senior leadership and its effects on African American advancement.

Q. First and foremost, how did you each get your start in the insurance industry? Tell us about your career paths.

A. Jason: I first dipped my toes into the insurance world when I was running a transportation company. Managing commercial auto insurance was crucial for my business, and it sparked my curiosity about the industry. I got to talking with my local insurance agent, who was handling my policies, and I was fascinated by how pivotal their role was in protecting businesses. That inspired me to get licensed myself. I quickly realized the real impact we as agents have in safeguarding our clients’ interests. It’s been an exciting journey ever since!

A. Jeffrey: My journey into the insurance industry is a testament to the unpredictable twists and turns that shape a career path. Right out of high school, I enlisted in the United States Air Force. Once I returned home, I was looking for new opportunities that ultimately landed me in the car business. It was while working there that fate intervened, and I bumped into a district manager from Combined Insurance. We spoke briefly, and he asked if I knew anything about the insurance business. After giving me the rundown, he asked if I would like to join his company as a life/health insurance sales agent. I accepted the offer, stepping into a new chapter that seemed to have been waiting for me all along.

This move was more than just a career shift; it was a transition into a role where I could make a tangible difference in people’s lives by helping them secure their future and protect what matters most to them.

Q. What’s your favorite part about working in our industry?

A. Jeffrey: One of the most fulfilling aspects of working in the insurance industry is the opportunity to educate individuals, families, and business owners about their insurance needs. This role is not just about selling policies; it’s about providing valuable information and guidance that can protect people’s health, assets, and financial future.

We, as insurance professionals, play a crucial role in helping clients understand the complexities of various insurance products and how they can be tailored to fit individual circumstances. This educational process empowers clients, enabling them to make informed decisions about their coverage. It’s about creating a sense of security and peace of mind for clients, knowing that they are protected against unforeseen events.

A. Jason: My favorite aspect of working in insurance is definitely the opportunity to educate our clients about the nuances of policy limits and coverages. We believe in ‘mission over commission.’ Our commitment is to ensure that clients are well-informed and equipped to make decisions that protect their most valued assets.

Q. Let’s talk about racial and ethnic diversity in our industry. According to the U.S. Bureau of Labor and Statistics in 2023, insurance sales agents were 80.6% white, which is certainly not representative of the general population. What do you consider the biggest roadblocks to addressing this disparity?

A. Jason: The biggest roadblocks to enhancing diversity in the insurance industry often include a lack of visibility and accessibility. Many talented individuals from diverse backgrounds might not see insurance as a viable career path due to a lack of representation or awareness of the opportunities it presents.

A. Jeffrey: Addressing racial and ethnic diversity in the insurance industry, or any industry, requires an understanding of the multifaceted roadblocks that contribute to such disparities. I identified six of the major roadblocks in my dissertation. [See sidebar at end of interview.] Addressing these requires a concerted effort from all levels of the industry. It involves not only reevaluating and adjusting recruitment and retention practices but also fostering an organizational culture that values diversity, equity, and inclusion.

Q. What are the benefits to a more diverse independent agency system?

A. Jeffrey: In the dynamic landscape of the insurance industry, the integration of diversity within an agency heralds a multitude of benefits that ripple through various facets of the business and its community. By adopting an environment rich in cultural, linguistic, and perspective diversity, agencies are positioned to craft services and communications that resonate with a wide array of client needs, effectively broadening their market reach. This tailored approach is bolstered by agents who mirror the demographic diversity of their clientele, enhancing the capacity for empathy and understanding, and thereby elevating the quality of customer service. Such personalization fortifies client relationships and cultivates loyalty.

In sum, a more diverse independent insurance agency system is not only beneficial for the business in terms of growth, innovation, and competitiveness but also plays a critical role in serving the community more effectively. It reflects a commitment to equality and inclusion, driving positive social change while simultaneously advancing business objectives.

A. Jason: A diverse agency brings a plethora of benefits, including developing a deeper understanding of the diverse needs of clients, fostering innovation through a variety of perspectives, and enhancing problem-solving capabilities. It ultimately leads to more personalized service and stronger relationships with a broader client base.

Q. What advice would you give to agency management who want to be part of the solution but don’t know where to begin?

A. Jason: Start with active engagement and sincere conversations about diversity within your team. Implement training sessions focused on diversity, equity, and inclusion. Actively recruit from a broader pool of candidates and create internship opportunities that introduce a more diverse group to the insurance industry.

A. Jeffrey: The journey toward fostering diversity, equity, and inclusion (DE&I) within an organization is a multifaceted and ongoing process that begins with a foundational commitment from senior leadership. This commitment must be clear, deliberate, and woven into the fabric of the organization’s mission and values, with leaders setting the tone through their actions and decisions. To understand where the journey must go, an initial baseline assessment is crucial. By examining the current state of diversity through team composition, hiring practices, promotion rates, and employee feedback, organizations can pinpoint areas needing improvement.

From this assessment, setting specific, measurable goals for diversity hiring and retention becomes the next critical step. Targets might include enhancing the diversity of the candidate pool, improving retention rates for underrepresented groups, and making tangible progress in cultivating an inclusive workplace culture. Achieving these goals necessitates a multilayered approach, beginning with comprehensive training programs for all employees that address unconscious bias and cultural competency, highlighting the intrinsic value of diversity, equity, and inclusion.

Additionally, revising recruitment and hiring practices is essential to attracting diverse talent. This means expanding recruitment efforts to reach organizations, schools, and communities that serve underrepresented groups and scrutinizing job descriptions and interview processes to remove biases. However, attracting diverse talent is only one piece of the puzzle. Creating an inclusive culture where every employee feels valued, heard, and included is paramount. This involves promoting the establishment of employee resource groups, implementing inclusive policies, and fostering open communication.

To support the professional growth of all employees, the provision of mentorship and career development opportunities is crucial, ensuring those from underrepresented groups have equal chances to advance. Holding management accountable by integrating DE&I objectives into performance evaluations emphasizes the importance of these efforts. Celebrating and communicating the successes along this journey not only acknowledges progress but also reinforces the value of DE&I initiatives to the organization and its personnel.

Recognizing that the creation of a diverse and inclusive workplace is never complete, it’s important to regularly reassess goals, strategies, and practices, and to be ready to make adjustments based on feedback and outcomes. This continuous cycle of commitment, action, evaluation, and improvement is essential for organizations seeking to not just attract diverse talent, but to thrive on the principles of diversity, equity, and inclusion.

Q. Our organization is fortunate to have you two – thought leaders on the areas of diversity, equity, and inclusion in our industry – in our membership. What one key message would each of you like other IA&B members to take away from this interview?

A. Jeffrey: The key message I’d like to leave with IA&B members is to view diversity, equity, and inclusion as an ongoing journey rather than a fixed destination. The landscape of DE&I is ever-evolving, as are the communities and clients we serve. It’s vital to continuously educate ourselves, engage in meaningful dialogue, and reflect on our practices and policies. Success in DE&I doesn’t come from checking boxes but from adopting a culture of continual learning, adaptation, and genuine commitment to change. Let’s approach DE&I with the understanding that every step forward enriches our organizations, improves our service to clients, and strengthens our communities.

A. Jason: My key message is simple: Embrace diversity, equity, and inclusion not just as a moral imperative but as a strategic advantage. By doing so, we ensure our industry is more reflective of the society we serve and better equipped to handle the complex challenges of the future. It’s about building a resilient, innovative, and inclusive industry that benefits everyone.

6 MAJOR ROADBLOCKS TO INCREASING DIVERSITY

Dr. Jeffrey Benson Jr. identified the following items in his dissertation, which focused on the impact of diversity within the insurance industry’s senior leadership and its effects on African American advancement.

1. LACK OF AWARENESS AND ACCESS: Many individuals from underrepresented groups might not be aware of the career opportunities available in the insurance industry. This lack of awareness can stem from limited exposure to the field or the absence of role models and mentors who look like them or share similar backgrounds.

2. EDUCATIONAL AND ECONOMIC BARRIERS: Access to education and professional development opportunities can be a significant barrier. The costs associated with obtaining the necessary qualifications or certifications can be prohibitive for some, especially for those coming from economically disadvantaged backgrounds.

3. RECRUITMENT PRACTICES: Traditional recruitment strategies may inadvertently favor candidates from more homogenous backgrounds, especially if they rely heavily on networks and institutions that lack diversity. This can create a cycle that perpetuates the lack of representation.

4. CULTURAL AND INSTITUTIONAL BIAS: Implicit biases have affected hiring, promotion, and retention practices. These biases may not always be overt or intentional, but they can influence decision-making processes in ways that disadvantage candidates from diverse backgrounds.

5. INCLUSIVE ENVIRONMENT: Creating an environment where employees from all backgrounds feel valued and included is crucial. Without a commitment to inclusivity, even diverse hires may find it challenging to stay and thrive within the organization.

6. LACK OF TARGETED DIVERSITY INITIATIVES: Without specific initiatives aimed at increasing diversity, efforts to change the status quo can be slow or ineffective. This includes scholarship programs, internships, mentorship opportunities, and community outreach programs designed to attract and support candidates from underrepresented groups.